Trevor Higgs | April 2026 Two segments of the workforce are converging on the same crisis from opposite directions, and both are ripe for potential-based hiring to deliver immediate, measurable impact. The Mid-Market Squeeze Mid-market companies, those with 500 to 2,000 employees and revenues between $50 million [1] and $2 billion, occupy an increasingly uncomfortable position in the HR technology environment. They face enterprise-level hiring complexity but lack enterprise-l

Trevor Higgs | March 2026 "Why didn't I get the job?" It's the most human question in all of talent acquisition. And increasingly, the answer is: "We don't really know. The algorithm said no." That answer is unacceptable. Not just ethically, though it is, but legally, strategically, and commercially. The era of black-box AI in hiring is ending. What comes next will be defined by one word: explainability. The Regulatory Tsunami The regulatory environment is shifting fast, and

Trevor Higgs | April 2026 In August 2026, the European Union's Artificial Intelligence Act will reach full enforcement. If you're a US company that thinks this is purely a European concern, you may want to reconsider.  The EU AI Act is the most comprehensive AI regulation in the world. Its treatment of hiring technology is among the most stringent provisions in the entire framework. AI systems used in recruitment, screening, evaluation, or decision-making about workers are cl

Trevor Higgs | March 2026 If your company uses any form of automated tool to screen, evaluate, or rank job candidates, New York City has a message: you're now subject to one of the most specific AI hiring regulations in the world. NYC Local Law 144, which went into effect in July 2023, established the first major regulatory framework specifically governing the use of automated employment decision tools in hiring and promotion. While the law technically applies only to employe